Penguatan Budaya Kerja dan Employer Branding ASN

Summary

In this engaging address, Mr. Alex Denni, Deputy for Human Resources at the Ministry of Administrative and Bureaucratic Reform, discusses the importance of strengthening work culture and employer branding as key strategies for transforming human resources in the context of Indonesia's bureaucratic reform. He emphasizes the need for an adaptable, technologically-driven workforce, especially given the challenges posed by technological disruption and the millennial workforce. The speech also touches on reforms related to performance management, rewards, and talent development, highlighting the government's commitment to fostering a robust and progressive work culture for civil servants.

Takeaways

• 😀 Strengthening work culture and employer branding is crucial to accelerating human resource transformation and supporting bureaucratic reform in Indonesia.
• 😀 Indonesia aims to become one of the top four global economies by 2050, which would lead to improved welfare for civil servants (ASN).
• 😀 ASN faces challenges with performance compared to global benchmarks, especially in terms of business effectiveness and corruption perception.
• 😀 Technological disruptions and the rise of millennials (who will make up 70% of the workforce) are transforming the workforce and job expectations.
• 😀 The World Economic Forum predicts significant job losses due to technology, but also the creation of new roles requiring updated skills and knowledge.
• 😀 ASN needs a breakthrough in learning and upskilling to remain relevant and adapt to technological advancements and changing job markets.
• 😀 The Indonesian government is focusing on three key areas for bureaucratic reform: organizational transformation, digitalization of work systems, and human resources management.
• 😀 The agenda for transforming Human Resources includes strengthening work culture, enhancing ASN capacity, improving performance and rewards, and supporting talent acceleration.
• 😀 The Ministry of Administrative and Bureaucratic Reform is designing a digital platform to connect the 4.2 million ASN, facilitating access to learning, performance management, and career opportunities.
• 😀 The new performance management system will link employee performance with behavior, where rewards and incentives are tied to both the results and adherence to moral guidelines.

Q & A

What is the main focus of the speaker in this presentation?

The main focus of the speaker is on strengthening work culture, employer branding, and accelerating the transformation of human resources in support of bureaucratic reform in Indonesia.

What is the anticipated economic projection for Indonesia by 2050, and how does this affect civil servants (ASN)?

Indonesia is expected to become the fourth-largest economic power in the world by 2050, which could lead to increased prosperity for civil servants (ASN), as the nation's economic advancement is often reflected in the welfare of its civil servants.

What challenges does Indonesia face in terms of performance and bureaucracy?

Indonesia still faces challenges in improving effectiveness, business operations, and the corruption perception index. These areas require significant improvement in order to elevate the performance of the civil service.

What is the impact of technological disruption on the civil service (ASN)?

Technological disruption may lead to job losses in the civil service, especially for positions that involve routine and repetitive tasks. However, new jobs will be created, and employees need to adapt through upskilling and continuous learning.

How does the speaker suggest preparing civil servants for future technological disruptions?

The speaker suggests creating breakthroughs in learning, encouraging civil servants to engage with technology, and ensuring they have access to continuous education, especially in remote areas.

What are the six major agendas for transforming human resources in the civil service?

The six major agendas are: 1) Strengthening work culture and employer branding, 2) Accelerating learning and capacity building, 3) Improving performance and rewards, 4) Institutionalizing talent management, 5) Accelerating digital transformation, and 6) Designing flexible recruitment and career planning systems.

What is the concept of 'total reward' for civil servants, and why is it important?

The 'total reward' concept includes a comprehensive approach to compensating civil servants, which is essential for making civil service positions more competitive. It aims to provide incentives, bonuses, and other rewards that align with the nation's economic progress.

How does the speaker view the importance of behavior in performance management?

Behavior is integral to performance management. Even if a civil servant achieves high performance results, poor behavior can still negatively impact their overall assessment. Performance incentives and rewards will now be more closely linked to both results and behavior.

What role does leadership play in the success of the civil service transformation?

Leadership plays a crucial role by acting as a 'cheerleader' to guide and correct behaviors. Leaders are expected to ensure that employees align with organizational values and behavioral guidelines, ultimately fostering a culture of performance and accountability.

What is the significance of the 'corbel you' values in the context of this transformation?

'Corbel you' stands for values like service orientation, accountability, competence, harmony, loyalty, adaptability, and collaboration. These values are central to the transformation, providing a shared behavioral framework that will strengthen the culture of the civil service.